Employee Attendance Policy Template

1. Attendance policy overview.

Employees at [company name] are expected to be present for work, on time, every day.
Regular attendance and punctuality are important to keep your team and the company running
smoothly. Arriving late, being tardy, or absence from work causes disruptions and burdens
colleagues.

2. Calculation of attendance infractions.

- Absent with calls: 1 point.
- Absent, no call: 2 points.
- Tardy: ½ point.
- Early departure: ½ point.
- Late return from lunch or break: 1 point (over 30 minutes).

Employees are given a five-minute grace period at the start and end of each scheduled shift and
for breaks and for lunch.
Employees are required to report an absence by [procedure for reporting an absence].
Employees must report each day they are absent. Failure to call-off one hour prior to a shift will
result in a no call-no show.

Attendance infractions reset every [length time or dates on which employee attendance
infractions reset. Typically 6 months or 1 year].

3. Overview of disciplinary action for attendance infractions.

Attendance issues will result in progressive disciplinary action up to and including termination
based on the following point system:
- 3 points: Verbal warning.
- 4 points: Written warning.
- 5 points: Meeting with manager/supervisor, possible suspension.
- 6 points: Employee is subject to termination.

If an employee is absent for three or more consecutive days, evidence for excusing the absence,
such as a doctor’s note, must be provided.
If an employee is a no call-no show for three or more consecutive days, it will be considered a
job abandonment or termination without notice.
Employees may request exceptions for work absences from human resources and
management. These must be approved on a case-by-case basis.
4. Excused, unpaid absences without disciplinary action.
Excused, unpaid absences can be granted for funerals, jury duty, bereavement, child birth, a car
accident, medical appointment, and unavoidable emergencies. In these cases employees must
provide documentation to prove the reason for absence.

5. Failure to clock-In or clock-out.

Employees must clock-in and clock-out for each shift. If there is any problem recording a clock-
in or clock-out, inform employees should inform a manager immediately. Employees who
consistently fail to clock-in or clock-out may receive disciplinary action, up to and including
termination.

6. Attendance policy exceptions.

Absence because of bereavement, jury duty, or military duty, are exempt from disciplinary
action, as are FMLA and ADA related absences. Bereavement, jury duty and military exemptions
require proper documentation to be given to a manager within 48 hours of the absence.